5 Questions You May Not Think to Ask Your Recruiter

Yes, you interacted with a recruiter when you applied to an opening. But good recruiters do so much more than screening and scheduling. Did you know all employers I work with ask for my opinion of you? Because they expect me to send on-point folks, they give me a lot of color and context for the role. Here are 5 things you can ask us (though you must ask nicely!):

1. Top 3 things hiring manager is looking for. Job descriptions are usually ridiculously long so it’s hard to figure out which are the key requirements and where there is flexibility. Get an idea to target your pitch.
2. Why the position is open. Is it due to growth? Or did someone leave, and if so why? This information gives insight into the state of the company or department.
3. Trajectory. What does the company foresee for this role, e.g., to be a specialist or generalist, to be an IC or to eventually manage? What you say you are looking for is very important because the answer could be “it depends on the business case,” so if you come across as only interested in one scenario, you could be rejected.
4. About the process. Where the company is in the process affects your chances of success, e.g., if the search just started versus is at offer stage. Other important pieces of information about the process so you can prepare and pace yourself include: how many rounds (number and any in-person?), who the interviewers are (e.g., colleagues and clients?), types of questions asked (cultural fit and hypos?), and whether there’s a writing exercise (at what point and how long should it take?).
5. How to ask sensitive questions. Your recruiter should have suggestions on how, when, and whom to ask about compensation, benefits, start date, trajectory of position, turnover on team, etc. If you think your recruiters have enough sway and experience, you can ask them to find out for you.

Bonus tip: you must develop a positive relationship with your recruiter. We are the gatekeeper to a job, so you must show good judgment with us. If you come across as frustrated or demanding, we can’t in good conscience recommend you for the job, and that makes it hard for us to go above and beyond for you.